How an Applicant Tracking System Simplifies Your Hiring Process

Applicant Tracking

Having the right staff is crucial for any company’s success. You want a team of reliable, competent, and qualified people. But hiring can be a long-winded and complicated process, and finding the best candidates is sometimes tricky. That’s why an Applicant Tracking System, or ATS for short, is used by so many businesses today. An ATS is a software designed to handle your job ads, receive applications, zero in on the most qualified candidates, and so much more. 

If you aren’t already using an ATS in your hiring process, you’re doing a lot of manual and time-consuming work that you could avoid for a minimal cost. In this article, we’ll cover how an ATS can simplify your hiring process and free up your time for more important things. 

1. Post and manage job ads on multiple sites from one dashboard 

The first step in the hiring process is typically to post a job ad. However, posting only on one website will limit the number of applications you receive. Your ideal candidates may not even catch a glimpse of your ad. 

But manually posting and managing ads across multiple websites is time-consuming, tedious, and often not even feasible. That’s where an ATS comes into play. Rather than dealing with every job site individually, an ATS takes care of the work for you. 

How, exactly? You just submit your ad through the ATS platform, then receive and manage the applications from the same dashboard. So there’s no need to pull all the applications into one place and manually go through them. Essentially, it saves you a ton of time and headaches. 

Also Read: How Recruiters Can Use Artificial Intelligence In Recruitment

2. Do away with dated resumes and cover letters 

Another benefit of using an ATS is that you can set up a simple application process for your candidates, rather than receiving old-fashioned resumes and cover letters. An ATS lets you include custom questions in your online job ad.

By giving the candidates a list of multiple-choice screening questions to answer, you’ll get all the information you need. You can include general questions such as “What made you apply for this role?” or more in-depth questions to get an idea of your candidate’s abilities. 

This type of set-up means you can make a direct comparison between the different candidates, making it much easier for you to sort out anyone who isn’t qualified. And with multiple-choice questions, it’s more straightforward to compare two applications and work out who’s a better fit. 

Even better than that, platforms like HigherMe even allow video cover letters. Along with getting the info you need, you also get a glimpse at the candidate’s personality and communication skills which might just be the deciding factor. 

3. Score and rank applicants automatically for greater insight 

Automating tasks is a big part of simplifying and streamlining your hiring process. Rather than reading through letters and resumes, an ATS can score your applicants based on the information you’ve provided. That’s something you set up once, saving you hours of manual work. 

You can sort applications accordingly and use an in-built search function to find any other factors or qualifications you might want to consider. And candidates who aren’t qualified get filtered out by the ATS, so you don’t need to waste time going through those applications. 

Also Read: How Human Resource will Transform with the Advent of Blockchain

4. Avoid interview no-shows with automated text reminders 

It has probably happened to every hiring manager out there – the interview no-shows. You organize the time for an interview, block it out in your schedule, and then the applicant doesn’t show up. Of course, this causes a lot of frustration. 

With a good ATS, the interview schedule is taken care of via automated text messages (which have a much higher open rate than emails). With the automated reminder, you can offer candidates a list of times to choose from, minimizing the risk of not showing up. Once they’ve scheduled themselves in, they also need to confirm they’re still able to make that appointment. 

Altogether, you’re spending less time booking interviews manually while avoiding the no-shows.

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